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Human Resources Development Academy (HRDA) offers a variety of
assessments or behavioural style analyses.Each tool offers valuable information
and can be administered on an individual basis or to a group/department.
Most of the tools take approximately 15-20 minutes to complete
and are simple to use.The results are confidential and will be analysed and
interpreted by a HRDA authorised and certified trainer. The HRDA trainer will
share the participant’s results individually.A summary report with the overall
results will be presented to management and/or as a group activity.
Human Resources Development Academy (HRDA) is authorised and
certified to administer, score and interpret the following assessments:
Herrmann Brain Dominance Instrument
(HBDI)
The Herrmann Brain Dominance Instrument (HBDI) is a survey or
preferred thinking modes. This 120-question survey form results in a profile of
your preferred thinking styles. The survey measures preferences rather than
skills. It is not a test; there are no wrong answers. Thinking preference does
not mean competence. We can learn to use our primary and secondary preferred
modes more effectively through training, motivation and practice, and we can
learn to strengthen less preferred modes
By understanding your thinking style preferences you can
achieve greater appreciation for how you learn, make decisions, solve problems,
and communicate, and why you do these, and other, things the way you do. [HBDI
report - $80]
Honey Mumford Learning Styles
Questionnaire (LSQ)
The concept of 'learning style' is widely recognised in
management education and development. An individual's cognitive style can be
thought of as a relatively fixed aspect of learning performance and influences
an individual's general attainment or achievement in learning.
Learning style is the composite of characteristic cognitive,
affective, and psychological factors that serves as an indicator of how an
individual interacts with and responds to the learning environment.
To gain a better understanding of yourself as a learner, you
can evaluate the way you prefer to learn or process information. By doing so,
you will be able to develop strategies which will enhance your learning
potential. [LSQ report - $40]
SYMLOG
SYMLOG is both a field theory of social-psychological
interaction and a system of measurement. SYMLOG has been used in value-based
change efforts worldwide. To better understand How, Why and by Whom, check the
items below.
The SYMLOG process increases the probability that when
individuals or groups try to improve, their efforts will be successful.
Learning will take place and adaptability to changing conditions will become an
accepted process. SYMLOG offers a constructive way to turn insight into action.
Individuals, groups, or members of organisations make a set of
SYMLOG ratings on important concepts. The concepts target behaviour
interactions and the inferences people make about the underlying values driving
behaviours.
Extensive personalized reports are produced for feedback
sessions facilitated by Certified SYMLOG Consultants. It is possible to receive
feedback simultaneously on an individual's perception of others, others'
perceptions of an individual, the dynamics and norms of groups, and the
components of the organizational culture. [SYMLOG report - $200 (minimum of 6)]
DISC – Personal Profile System
Dominance Influence Steadiness Compliance
The foundation of personal and professional success lies in
understanding self, understanding others and realizing the impact of personal
behaviour on the people around you. The Personal Profile System® has unlocked
the door to productive communication and relationships for over 20 million
people, worldwide, through its DiSC® Dimensions of Behaviour learning approach.
DiSC® is a simple, reliable, and non-judgmental way to foster
understanding, cooperation, acceptance and trust - the keys to performance in
today's diverse, team-oriented workplace. [DiSC profile - $45]
Thomas- Kilmann Conflict Mode
Instrument (TKI)
Conflict is often seen as negative, yet it can lead to great
change and improvement. Learning when your conflict management style is
appropriate and adding new styles to your abilities will give you the edge
you've been missing up until now. Most of us prefer one style; learning about
other styles will increase your effectiveness and ability to work well with
others.
The TKI gives each person a report on the 5 conflict styles or
modes. Each mode is appropriate in different situations; each is effective at
different times. Learn which mode is your primary and when to use it for best
results. Discover how to use your less preferred modes for conflict resolution
in work, family, and social settings. Test each person in your group to learn
how you can all get along better.
The Thomas-Kilmann Conflict Mode Instrument is a self-scoring
exercise that takes about 15 minutes to complete. Interpretation and feedback
materials help you learn about the most appropriate uses for each
conflict-handling mode. It also gives suggestions for increasing your "comfort
level" with your less used styles. [TKI report - $40]
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